Group assignment report case fpt

2018 & 2019: Acquired 90% of Intellinet - the leading technology consulting company in the US and got in Top 130 companies with the best working environment in Asia.. 2021: Getting in th

NATIONAL ECONOMICS UNIVERSITY ADVANCED EDUCATIONAL PROGRAMS

GROUP ASSIGNMENT REPORT

CASE: FPT

Subject: Organizational Behavior

Group: 05

Class: Human Resource Management EEP 63

Supervisor: Assoc Prof, Dr Pham Thi Bich Ngoc Group Student Name: Nguyen Ngoc Huyen 11218120 – Tran Kim Phuc 11214713 –

Pham Phuong Thuy 11215639 – Tran Ha Trang 11215909 –

Dao Anh Tuan 11210152 –

Ha Noi, April 2023

Organizational behavior describes how people interact with one another inside of anorganization As can be referred to many organizations, it plays a vital part in the success or thefailure of the companies This assignment will exemplify on FPT - a pioneering corporation indigital transformation in Vietnam - and how they have been applying various management tools insearch of success in the organizational behavior field, which has been proved through an enormousnumber of prizes and achievement Our group will be analyzing organizational behavior's aspect ofFPT, specifically targeting their two times appearing in the Top 130 companies with the bestworking environment in Asia

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2.3 FPT Corporation - From a star-up company to “Top 130 Best Companies To Work For In

3 Analyze the management tools that the organizations have applied to resolve the OB’s

4.5 Strong culture make organization develop sustainability 25CONCLUSION

LIST OF REFERENCES

1 Overview of FPT

FPT, officially the FPT Corporation, with "FPT" stands for Financing and PromotingTechnology, is the largest information technology service company in Vietnam with its corebusiness focusing on consulting, providing and deploying technology and telecommunicationsservices and solutions Moreover, as an educational brand with international impact, FPT has fullyexpanded its educational levels to provide the labor market with high quality human resources

FPT continues to pursue long-term goals of becoming a digital enterprise and stand in the top

50 global leading end-to-end DX solutions and services providers by 2030 in three main features:business, technology, and people

“Respect – Innovation – Teamwork – Equality – Exemplarity – Lucidity” core values areconsidered indispensable parts of FPT’s GENE set They are FPT’s Spirit and also the driving force

of all of FPT’s leaders and employees who seek to constantly innovate and strive for the widespreadbenefit of community, customers, shareholders and other stakeholders

1988: Take the first step with 13 members

On September 13, 1988, the Director of the National Institute of Technology Research signed adecision to establish The Food Processing Technology Company (FPT's original name) and heappointed Truong Gia Binh to serve as director The new company was without capital, assets orcash and possessed only 13 ambitious young scientists who dared to face every challenge to build abrilliant career

1990: Selecting IT as the core business sector

In October 1990, the company was renamed The Corporation for Financing and PromotingTechnology (FPT for short) The first commercial software contract of FPT was signed late 1990(Reservation and Booking system for Vietnam Airlines), paving the way for FPT’s applicationsoftware development for the future economic sectors such as banking and telecommunications.1997: Participating in the Internet service industry

In 1996, FPT founded a community network called Wisdom of Vietnam with more than 10,000members In 1997, Vietnam connected infrastructure to the global Internet network and FPT wasselected as the equipment supplier and the Internet service provider (ISP) at the same time As theonly ISP that is not a member of the Posts and Telecommunications Corporation, FPT has been thecatalyst for the rapid development of Vietnam's Internet service industry Based on mentionedfactors, FPT has greatly contributed to turning Vietnam into one of the countries with the bestinternet access infrastructure in the world

1999: Establishing FPT Software

Founded in 1999, the company has expanded its network to 26 countries and territories, with

59 global offices and 22 development centers

2000: Receiving ISO 9001 certification, establishing the foundation for a comprehensivemanagement.

FPT became the first IT company in Southeast Asia to be certified as ISO 9001:1994 compliant

In 2004, FPT was the first Vietnamese company to receive CMM 5 (Capability Maturity Model)certification - the highest level for production process capacity in a software developmentorganization - by the US Software Engineering Institute (SEI)

2001: Launching VnExpress - one of the first online newspapers in Vietnam

Motivated by the desire to be able to immediately update all facts on the web and expecting thatsomeday it would be possible for Vietnamese people to read the news via the Internet, FPTestablished VnExpress - creating one of the first online newspapers in Vietnam on February 26,2001

2006: Founding FPT University and being listed on the stock market

In September 2006, the FPT University was founded, becoming the first licensed corporateuniversity With their good professional knowledge, foreign language skills, physical and mentalhealth, and especially the rich experience gained in internship programs, FU students can find goodjobs even before graduation

On December 13th, 2006, FPT stock was listed on the Ho Chi Minh City Stock Exchange(HOSE) with 60,810,230 shares made available with a par value of VND10,000/share, being thefirst IT enterprise to be listed

2014: Winning the first M&A deal in Vietnam and ICT companies’ history outside thecountry

In June 2014, FPT completed its first M&A deal with an agreement on acquiring RWE ITSlovakia, under RWE, one of Europe's leading utility companies This is the first cross-borderM&A deal of FPT in particular and of the Vietnamese ICT industry in general

2017: Launching FPT.AI - a comprehensive artificial intelligence platform

FPT.AI provides a platform where programmers and businesses can develop solutions that helpsolve many business problems Applications of FPT.AI are the key to business automation,optimization operation – customer care and enhance business efficiency

2018 & 2019: Acquired 90% of Intellinet - the leading technology consulting company in the

US and got in Top 130 companies with the best working environment in Asia

FPT Corporation was honored as one of 130 companies in Asia with the best workingenvironment, voted by HR Asia Magazine

Also in 2018, FPT acquired 90% of Intellinet - the leading technology consulting company inthe US, helping FPT gain more credit in the market, as a trusted partner to provide end-to-endtechnology services with higher and more comprehensive value of customers, especially in DXprojects In 2019, FPT signed two DX consultancy contracts with Minh Phu Group - Vietnam'sNo.1 corporation of shrimp products, focus on building a digital transformation roadmap tooptimize the latter’s operating process, minimize costs and improve production capacity to enable itbecome one of the the world’s leading seafood technology companies and DPGroup - The secondlargest international parcel delivery network in Europe, help the client build the data architectureneeded to become a data-driven business

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2021: Getting in the Top 130 companies with the best working environment in Asia for thesecond time.

2022: Accompanying in accelerating digital transformation for a mighty Vietnam

By the year 2022, FPT has been cooperating with 14 provinces and cities nationwide toaccelerate digital transformation in all three pillars of the digital government, digital economy, anddigital society, joining hands with large enterprises such as Thien Long, Dat Xanh, An Gia, BaHuan, and Gas South to promote digital transformation, enhancing its position on the internationalstage (1 billion USD in sales from overseas markets), expanding in key markets such as the US,Denmark, Thailand, and Japan, becoming a strategic shareholder of LTS, Inc (a consulting firmwith more than 20 years of experience) in Japan, and being listed in the Top 8 Global IoT serviceproviders by Forrester

2023: FPT's General Director has set a growth target of 18.8% in revenue and 18.2% in profitbefore tax in 2023, equivalent to VND 52,289 billion and VND 9,055 billion

2 Explain the factors affecting the OB’s success as well as the history of rising successThe HR Asia Best Companies to Work for in Asia Awards is an awards recognition program fororganizations that have been identified by their employees as one of Asia’s employers of choice andascertain the best employers to work for The award is targeted at companies across Asia andrecognizes companies with the best HR practices and which demonstrate high levels of employeeengagement and excellent workplace cultures The high-profile nature of this award attractsapplications from Fortune 500 companies, as well as other companies of various types, includingmultinational corporations and government-linked companies The awards ceremony for the HRAsia Best Companies to Work for in Asia Awards is held annually in Cambodia, China, HongKong, India, Indonesia, Malaysia, the UAE, Philippines, Singapore, South Korea, Taiwan,Thailand, and Vietnam

In order to receive this prestigious award, companies have to meet these following criteria:Employee engagement: This includes employee satisfaction, motivation, and commitment to theorganization

Workplace culture: This includes the organization's values, ethics, and work environment.Employee development: This includes opportunities for training, career growth, and skillenhancement

Diversity and inclusion: This includes the organization's efforts to promote diversity, equity, andinclusion in the workplace

Work-life balance: This includes the organization's policies and practices related to work hours,leave, and flexibility

Compensation and benefits: This includes the organization's pay, benefits, and other rewards andrecognition programs

Corporate social responsibility: This includes the organization's efforts to give back to thecommunity and promote environmental sustainability

In 2018, FPT Corporation was in the top 130 “Best Companies To Work For In Asia” TheCorporation won the HR Asia Best Companies to Work for in Asia award in 2018 and 2021 due toseveral reasons.

First of all, FPT has implemented several employee-centric policies to promote employeeengagement and development FPT provides a clear career development path for its employees,with opportunities for promotion and advancement based on performance and potential such astraining and development programs, mentorship, and a performance-based promotion system.Moreover, FPT emphasizes teamwork and collaboration, with a culture of open communication andknowledge sharing “Respect – Innovation – Teamwork – Equality – Exemplarity – Lucidity” arecore values of the enterprise, which upholds and promotes the maximum creativity of each member.FPT also conducts employee engagement programs such as onboarding activities, employeeengagement programs, especially, STCo culture By providing employees with a positive workingenvironment, implementing strong corporate culture and creating oppotunities for workers todevelope, FPT deserves to become an ideal place for employees to work for and raise the jobsatisfaction rate of the enterprise

The compensation and benefits of FPT for its workers are also a spotlight of the enterprise Inorder to turn FPT into a learning organization, FPT Corporation established FPT CorporateUniversity (FCU) in early 2015 FPT provides a range of additional benefits to support itsemployees engagement, such as employee recognition programs Moreover, FPT gives workerschances for career development and advancement: training and development programs, mentorship

as well as employee recognition programs

FPT Corporation has implemented various initiatives to promote diversity and inclusion in theworkplace The company has a diverse human resource with diverse qualifications, age, religion,region, ethnicity, language, and personal characteristics Also, CEOs of FPT have raised theproblem of diversity, equality and inclusion in internal and external events and discussions.FPT Corporation also has a strong commitment to corporate social responsibility FPT'ssustainable development strategies are: Economic development, Community support,Environmental protection which are analyzed below Moreover, FPT has a strong commitment toethical business practices and has implemented a code of conduct that outlines its commitment tointegrity, transparency, and accountability with all stakeholders

Overall, FPT Corporation appears to be a highly respected and successful company with astrong reputation for its environment and core value With many strategies and activities, especiallythe employee centric policies to provide employees with good working conditions, workplaceculture, diversity and inclusion, compensation and benefits as well as harmonizing benefits ofenterprise with social, FPT Corporation won the award “Top 130 Best Companies To Work For InAsia” in 2018 & 2021

FPT Corporation went through a rigorous selection process to achieve the Best Workplace prize,which typically involves a comprehensive assessment of the company's policies, practices, andculture FPT has gone through a number of initiatives and strategies to achieve success in recentyears:

Digital Transformation: FPT has heavily invested in digital transformation initiatives, such asdeveloping digital solutions for businesses and promoting digital literacy among its employees andcustomers

Talent Development: FPT places a strong emphasis on talent development, offering varioustraining and development programs to its employees to help them improve their skills andknowledge

Diversification: FPT has diversified its business offerings by expanding into new markets andsectors, such as healthcare, education, and finance

Sustainability: FPT's sustainable development strategies are: Economic development, Communitysupport, Environmental protection

Corporate Social Responsibility: FPT has demonstrated a commitment to corporate socialresponsibility by engaging in various social and community initiatives, such as supportingeducation and disaster relief efforts

Overall, FPT must go through many adversities to meet the criterias And finally, they got theprize proudly FPT completely deserves the award

3 Analyze the management tools that the organizations have applied to resolve the OB’sproblem or to reach the OB’s success

Theories:

- Diversity in organization refers to the similarities and differences among individualsaccounting for all aspects of their personality and individual identity since individualdifferences shape preferences This is an important concept since individual differencesshape preferences for rewards, communication styles, leadership and many other aspects ofbehavior in organization There are two levels of diversity:

+ Surface-level diversity: mostly referred to demographic factors, such as age, gender,ethnics, v.v… These factors are easily seen and can lead people to receive one anotherthrough stereotype and assumption

+ Deep-level diversity: including personality, values, thinking and feelings Thesefactors are hard to be seen but the similarities in deep- level factors can overshadowthe surface level factors and avoid negative discrimination, which result in a strongimpact on employee engagement and organizational culture

About FPT:

- In FPT Cooperation, Diversity is a significant issue As a Vietnamese enterprise operatingglobally, FPT has a diverse human resource with diverse qualifications, age, religion,region, ethnicity, language, and personal characteristics

- In the 2021 Annual Employee Report, the company showed the demographic diversitythrough impressive numbers:

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Diversity Number of employees Percentage of total employees

- To manage the risk of discrimination, the managers improve engagement through employees

by several internal events to help them understand the difference between each otherand develop an open mindset The managers always respect, understand and accepteveryone as they are, with both strengths and weaknesses, both good and incomplete points,and at the same time, creating maximum conditions for members to develop themselves.ambition, thereby improving the quality of resources The CEOs of FPT have raised theproblem of diversity, equality and inclusion in internal and external events anddiscussions

- In the recruitment process, the company not only focuses on expanding the scale of itsoperations, but also focuses on increasing the use of local human resources and experts toincrease competitive advantage and better understand the culture and business in each market.Therefore, FPT's staff is constantly expanding in terms of both nationality and workinglocation 37,180 employees operating in 26 countries and territories with 52 differentnationalities such as: USA, Japan, Germany, UK, France, Slovakia, Philippines, India Overseas, FPT has nearly 3,000 employees working in Asia, Europe and America Withdiverse human resources working all over the world, FPT has brought into play the wisdomand strength of diverse human resources globally, contributing to the company's sustainabledevelopment

- In Training and Development Programs, the lessons are modified to fit different styles oflearning for different learners For Freshers - the newly graduates and beginners who justlaunched into the tech world, things can be confusing and overwhelming The companyestablished FPT Software Academy, training and enriching the skill of freshers tobecome Global Software Engineer Besides insight on the most needed tools on the market,the academy provides a variety of soft-skill classes, such as writing resumes, business letters,how to read and find paperwork, etc The tremendous support from our mentors - the

experienced experts working at FPT Software - also plays in the mentees’ favor For thesenior employees who want to become leaders, the FPT Corporate University (FCU) willprovide them with MiniMBA Training Programs for core employees of the corporationwhere FPT's future leaders at all levels update their leadership knowledge: modernmanagement, practice skills and share leadership experiences from FPT's best leaders as well

as in the world

a Definition of organizational culture

Theories: Organizational culture refers to a system of shared meaning held by members thatdistinguishes the organization from other organizations Seven primary characteristics seem

to capture the essence of an organization’s culture:

- Innovation and risk-taking: The degree to which employees are encouraged to beinnovative and take risks

- Outcome orientation: The degree to which management focuses on results or outcomesrather than on the techniques and processes used to achieve them

- People orientation: The degree to which management decisions take into consideration theeffect of outcomes on people within the organization

- Team orientation: The degree to which work activities are organized around teams ratherthan individuals

- Aggressive: The degree to which people are aggressive and competitive rather thaneasygoing

- Stability: The degree to which organizational activities emphasize maintaining the status quo

in contrast to growth

About FPT

After a period of establishment, FPT has built a corporate culture with its own unique features.This has promoted the development of the company, helping FPT to become a pioneer in thefield of software export in Vietnam Based on the theories, six primary characteristics arepresented below:

- Innovation and risk-taking:

+ Innovation spirit: FPT asserted: “FPT people are "Leng Keng", which means alwaysinnovating, thinking new, not afraid to change to develop and succeed”

+ Risk-taking: FPT is ready to face challenges: “With FPT, raise the bar withworld-class technology, telecommunications and education projects, leading themarket” Besides, FPT offers employees opportunities to work on challenging andinnovative projects that allow them to apply their skills and knowledge such asiKhiến – a program to honor the creations of FPT people with the goal of encouragingthe creative spirit and improving labor productivity of the whole corporation by applyingthe core strength of technology in work and daily activities Moreover, digitaltransformation requires transformation in culture and behavior Not only shouldemployees be provided with accurate information, FPT also empowers them to makechanges Empowerment is gradually strengthened through training, open communicationand allowing employees to contribute ideas on appropriate digitization methods

- Outcome orientation: They share a common goal “aiming at success of the customer andsustainable growth of the Corporation” To perform this characteristic, FPT understands its

customers Understanding and researching both customers and the market in the context

of during and after the pandemic is also a top priority so that the sales team can grasp theshift, come up with innovative tactics and solutions

- People orientation: FPT desire to build a happy work environment where FPT people notonly breakthrough in work, but also areconnected by teamwork, openness and sincerity.People of FPT are respected regardless of hierarchical position and relationships FPTprovides the working environment for employees to foster and be who they are

- Team orientation: FPT upholds teamwork to achieve the highest efficiency of work with

“Unanimous, collective and sincere” - FPT declared

- Aggressive: They want every employee to have non-stop learning and self-improvement,efforts to lead in the latest technologies and new products, and acquire advancedmanagement/business methods

- Stability: Technology requires constant change and creativity To do that, FPT has builtgenerations of employees who are constantly learning and striving Prominenttrainingprograms can be mentioned such as: Training of new recruits, Training of technology staff,Training, fostering professional skills, Training of adjacent staff, 72h experience program…

It is the key activity of FPT to build stability

b Uniform culture:

Theories: Organizational culture represents a perception the organization’s members hold incommon Statements about organizational culture are valid only individuals with differentbackgrounds or at different levels in the organization describe the culture in similar terms

- Core values: The primary or dominant values that are accepted throughout the organization

- Dominant culture: A culture that expresses the core values that are shared by a majority oforganization’s members This gives the organization its distinct personality

About FPT

“Respect – Innovation – Teamwork – Equality – Exemplarity – Lucidity” core values areconsidered indispensable parts of FPT’s GENE set They are FPT’s Spirit and also the drivingforce of all of FPT’s leaders and employees who seek to constantly innovate and strive for thewidespread benefit of community, customers, shareholders and other stakeholders

- Respect:

+ Regardless of hierarchical position and relationships

+ Accept people as they are

+ Provide the working environment for employees to foster and be who they are

- Innovation:

+ Non-stop learning and self-improvement

+ Efforts to lead in the latest technologies and new products

+ Acquire advanced management/business methods

- Teamwork:

+ Unanimous, collective and sincere

+ Share a common goal “aiming at success of the customer and sustainable growth of theCorporation”

- Equality: The most essential foundation for the leaders to gain trust from employees

- Exemplarity: Leaders must be the ones who best demonstrate the Spirit of FPT

- Lucidity: Long-term vision and assertiveness

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Dominant culture: STCo - “Sáng tác Company” - Composed Company.

- FPT asserted that culture must be born from human life, it reflects human life, and alsocontributes to the creation of man STCo is a culture that emphasizes intelligence, wit, love oflife, freedom and equality It always upholds and promotes the maximum creativity ofeach member And all the products of STCo are derived from the life of FPT’s employees.This is the reason why STCo helps connect FPT people

- STCo came from the students of the Department of Mechanical Mathematics of theUniversity of Moscow who are very intelligent and free, have distilled the ideas of the times,turned it into their own ideas The melodies are derived from the treasure of Vietnamesefolk songs and unexpectedly brought them to life, giving new life to folk songs Some ofthe compositions that follow cheo, quan ho or stork tunes we still sing today were actuallycomposed before, only the lyrics were changed a few places to suit the new environment

in the company Therefore, STCo is presented through songs that distort lyrics, funnystories, bad stories, articles about FPT characters, speeches, small chats, or exchangesabout work etc… STCo songs are a way of expressing FPT's perspective on life, work,and teammates The content is often easy to remember, funny, and brings a lot of laughter tothe collective In STCo culture, the STCo red book is a "treasure" This “Red Book” consists

of 4 anthologies: volume 1: STC Melodies; volume 2: STC's poetry and literature;volume 3: STC material; volume 4: STC Relics, in which, STCo Melodies This isconsidered the key to the success of FPT community culture Through this culture, the corevalues of FPT are practiced and respected with all members consisting of the chairman

c The functions of culture:

Theories

- Ethical work climate: The shared concept of right and wrong behavior in the workplace thatreflects the true values of the organization and shapes the ethical decision making of itsmembers

- Culture and sustainability:

+ Sustainability: Organization practices that can be sustained over a long period of timebecause the tools or structures that support them are not damaged by the processes.+ To create a truly sustainable business, an organization must develop a long-term cultureand put its values into practices There needs to be a sustainable system for creatingsustainability

- How employees learn culture: Through stories: these circulate through many organizations,anchoring the present in the past and legitimating current practices They typically includenarratives about the organization’s founder, rule breaking, rags-to-riches success, workforcereductions, relocations of employees, reaction to past mistakes, and organizational coping.Employees also create their own narratives about how they came to either fit or not fit withthe organization

- Keeping a culture alive:

+ Selection: The explicit goal of the selection is to identify and hire individuals with theknowledge, skills and abilities to perform successfully The selection process alsoprovides information to applicants Those who perceive a conflict between their valuesand those of organization can remove themselves from the applicant pool The processhelps avoid a mismatch and sustain an organization's culture by removing those whomight attack and undermine its core values

+ Top management: The actions of top management have a major impact on theorganization’s culture Through words and behavior, senior executives establish normsthat filter through the organization about, for instance, whether risk-taking is desirable,how much freedom managers give employees, what is appropriate dress, and whatactions earn pay raises, promotions, and other rewards.

“catching employees doing something right”

+ Encouraging vitality and growth: It supports not only what the employees contribute toorganizational effectiveness but how the organization can make the employees moreeffective - personally and professionally

+ For employees, they are dedicated to protecting labor law They are a committedequal opportunity employer and will abide by all fair labor practices They ensure thattheir activities do not directly or indirectly violate human rights in any country Theyhave conducted employee engagement programs such as onboarding activities,employee engagement programs, health and wellness initiatives which are detailedmore in the “Motivation concept” part

+ For the community, the company preserves a budget to make monetary donations.These donations will aim to: Advance the arts, education and community events,Alleviate those in need For example, the Covid-19 is prevented from entering Vietnam

by the support of FPT FPT's AI research has effectively supported prevention, screening,tracing and medical isolation instructions at home Contributing 20 billion VND to donateessential medical equipment such as ventilators, protective gear, N95 masks, medicalmasks, and nearly 600 health care packages (2 million VND/pack) to medical stafffrontline doctors in Hanoi, Ho Chi Minh City, Da Nang and many localities across thecountry, as well as supporting the 1,413-seat isolation area in the dormitory of FPT HoaLac University

- Culture and sustainability:

+ On September 13, 1992, on the occasion of the 4th anniversary of FPT's establishment,STC officially launched with FPT people Leader Nguyen Thanh Nam read the Decision

to establish STC In the Decision, there is a paragraph that says: "STCo trades in allspiritual goods: singing, dancing, drama, literature, poetry, painting "

+ STCo was born together with FPT The country at that time was stagnating, theeconomy was not developing, but a fervent atmosphere of innovation could be felteverywhere The founders, who were young, eager at the time, determined not to accept

the "same thing", dreamed of "building a new type of company" even though no oneunderstood what the new model was STC with the slogan "Composed with a new spirit,according to a new resolution" really reflected the core spirit of the pioneers at that time:the collective desire to create non-stop.So STCo is not just a culture but a way of life.STCo is associated with FPT like a style associated with people The spirit of STCadjusted all behaviors of FPT people at that time.

+ STCo helps FPT: When employees have a broken project, the customer refuses tocommunicate To comfort each other, the brothers invited each other to sing They allhugged each other and sang STCo songs to motivate themselves, to ease their sadness Itwas a surprise when the partner saw that scene and decided to give FPT a chance.Because they said: "A united team is a strong team Let’s try another project of ours and

we can negotiate later" Culture is an intangible thing but its power in criticalmoments is priceless It motivates people, it can make employees want to continueand it makes employees feel they want to dedicate themselves to other members, tothe goals of the team and to the organization And STCo has touched the highestextent of culture: People who work or worked at FPT are proud of being a part ofFPT As a result, the culture is nurtured and developed so that internal strength makesFPT develop

+ STCo in partnerships: For partners, the cohesion between members creates a firmbelief in the organization The partnerships always wonder why FPT fails but still unite.Therefore, they believe that this corporation is strong and can be successful in future.They can feel it through FPT’s people

+ STCo was born and grown along with the development of FPT As long as FPTgrows, STCo will still develop FPT and STCo are inseparable

- How employees learn culture:

+ Perception about the culture of FPT is the same as the theory: “culture must beborn from human life, it reflects human life, and also contributes to the creation ofman” Therefore, employees got to know STCo through songs that distort lyrics or funnystories, bad stories, articles about FPT characters, speeches, small chats, or when talkingabout work with co-workers, etc STCo always live together with people in FPT, sonew employees can feel it through people with whom they directly work

+ Employees want to remember all the songs, all the 4 red books when they feel theatmosphere of STCo through internal events or the communication way betweenco-workers STCo is spreaded and nurtured by old employees, current employeesand future employees

+ FPT has also organized a “72 hours experience” as onboarding training for newemployees to get on well It is a trip (2 days 1 night) in which employees will be joined

in team building activities, conquer challenges with the team The purpose of the trip is

to spread the history, STCo and FPT’s humanity

- Keeping a culture alive:

+ Selection: FPT conducts 4 rounds of selection: Applicant, Reception and screening,Multiple choice test and essay writing, Interview and Contract agreement To protectthe culture, the interview round is the final challenge to be a part of FPT In thisround, the employers will check the information of applicants again and consider thematch with the position and culture of FPT

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+ Top management: All the managers comply with core values of FPT Theyempoweremployees to take ownership of their work and make decisions, with a culture of trustand autonomy They have respected the creativity from every generation through thework environment and culture where everyone has the right to express themselves, topromote all talents, no matter how weird The chairman permits employees to raisetheir voice about their work life (good and bad stories are accepted) through theirproud culture - STCo He also participates in big internal events of FPT such as STConight on 19th March, festival night, etc Since the top management, the gap betweenemployee-leaders becomes closer and the culture continues living.

- A positive culture: Understanding the importance of human resources in the Group'ssustainable development, FPT's human resource development and management activitiesfocus on 03 activities including:

+ Create the best conditions for talent development (“Building on employee strengths”theory):

Building high-quality technology human resources: In the process of attracting andrecruiting staff, FPT always focuses on finding and developing young, intellectual,logical and creative talents Every year, FPT organizes fresher and intern trainingprograms to provide advanced technology knowledge and skills, practical workexperience, and many new and interesting "problems" , challenging for young people tounleash their ability Some talent incubation programs at FPT: FPT Software Academy– a training program for professional programmers of FPT Software (a membercompany of FPT) for all students in the Information Technology sector across thecountry; FPT Innovation - iKhiến is an annual program to seek and honor practicalinnovations that go into long-term operation and encourage the spirit of innovation andcreativity in the corporation; etc

FPT builds a learning organization, encourages individual capacity improvement:Technology requires constant change and creativity, to do that FPT also buildsgenerations of employees who are constantly learning and striving All employees fromlevel 2.4 and above must participate in annual study according to the group'straining program or complete at least 01 online course on MOOC (Massive OpenOnline Course) Some training targets in 2021:

Expansion of experience through internal rotation for leaders: FPT leaders at all levelswill be rotated in the Group's business segments to create diverse experiences and improve

leadership and management capacity, contributing to creating new development steps for theunits in the future.

+ Continuously improve remuneration and welfare policies (“Rewarding more thanpunishing” theory)

Improving human life through competitive remuneration policy FPT'sremuneration policy includes:

Salary by job title: This salary is built based on salary survey reports of somereputable human resource consulting companies in the world and adjustedaccording to job title in line with the Group's development unions, labormarket and inflation index (CPI) of Vietnam Besides, employees also receivethe 13th month salarypaid on the occasion of the Group's establishment andNewYear's Eve

Salary based on business performance and work performance: Theachievements of employees are always recognized and rewarded promptly, fairlyand transparently Especially in recent years, FPT has implemented a policy oflump sum income, whereby monthly/quarterly income will change according

to actual work results In addition, the group especially encourages start-upactivities in the business with a commitment to a very attractive bonus rate foremployees

Support costs in the direction of ensuring maximum support for employees:travel items, phone charges, part-time work, long-term work abroad are regularlyreviewed and supplemented to suit the actual situation

Special incentives for high-achieving employees: FPT always recognizes theachievements and efforts of employees through the hot bonus “Gold” (1 gold =1,000 VND) on the MyFPT application - the software developed by FPT Witheach meaningful achievement, whether big or small, an employee can bepublicly recognized and awarded Gold by the Manager or other forms ofencouragement and recognition on the application In 2021, the Group hasdisbursed up to VND 50 billion in hot bonuses in order to timely recognizeemployees' contributions In addition, every year, FPT organizes programs tohonor and reward individuals and groups with outstanding achievements suchas: FPT Under 35, Top 100 FPT, etc

- “Encouraging vitality and growth” theory is analyzed in “Motivation concepts” which iscalled “FPT Compensation & Benefits” in our document

- What causes job satisfaction?

+ Job conditions: The intrinsic nature of the work itself, social interactions, and supervisionare important predictors of job satisfaction